hiring-signal-play

name	hiring-signal-play
description	Outbound play triggered by specific hiring signals — VP Sales, RevOps, SDR manager, CRO postings signal budget and strategy shift. Triggers on: "hiring signal", "job post outbound", "hiring trigger", "new role outreach".
license	MIT
compatibility	Claude Code, Jesse, Codex, Hermes, Windsurf, OpenCode, Gemini CLI, Copilot, Zed, VS Code, Goose
metadata	{"version":"1.0.0","author":"LeadMagic","category":"sales-plays","tags":["sales-plays","hiring","signals","trigger-based","outbound"],"frameworks":["Signal-Based Selling","ColdIQ Trigger Selling","Winning by Design — SPICED"]}

Hiring Signal Outbound Play

Overview

A company posting to hire a VP Sales, CRO, RevOps lead, or SDR manager signals one thing: they're investing in revenue. This is a buying moment. The new hire will evaluate and change tools within their first 90 days. This play targets both the hiring manager (who just got budget) and the new hire (who will build their stack).

Authoritative Foundations

• Signal-Based Selling — Named methodology governing recommendations in this skill's process.
• ColdIQ Trigger Selling — Named methodology governing recommendations in this skill's process.
• Winning by Design — SPICED — Bowtie lifecycle model — align sales, marketing, and CS on stage-based outcomes.

When to Use

• "Run a hiring signal play"
• "Outreach based on job postings"
• "Target companies hiring sales leaders"
• "New VP Sales outbound"

Core Principle

Job postings are the most overlooked buying signal in B2B. A company doesn't hire a VP Sales to maintain the status quo — they hire to build, change, and scale. Your window: the 90 days after the hire starts, when they're evaluating everything.

Step-by-Step Process

Phase 1: Signal Detection

Monitor job boards and LinkedIn for:

• Hiring Manager: VP Sales, CRO, Head of Revenue, VP Growth (decision-maker with budget)
• Builder: RevOps Manager, Head of Sales Ops, Sales Enablement Manager (builds the stack)
• Scaler: SDR Manager, Head of Outbound (increases team size, needs tools)
• Specialist: Head of Partnerships, Customer Success Director (expands into new motions)

Phase 2: Timing Strategy

• Week 1-2 of posting: Reach out to CEO/Founder (they just approved the budget)
• Week 3-8: The role likely gets filled. Research who they hired.
• Week 1-30 of new hire: Outreach to the new hire. They're in "evaluation mode."
• Week 30-60: New hire is building their team and tech stack.
• Week 60-90: New hire is executing. If you're not in the stack by now, you've missed the window.

Phase 3: CEO/Founder Outreach (Week 1-2 of posting)

Subject: "Saw the VP Sales role — question" Body: "Saw you're hiring a VP Sales. Most teams at your stage I work with are dealing with [X problem] that new VP will have to solve. How are you thinking about this as you build out the GTM function?" Angle: You're not selling yet — you're offering perspective from working with similar teams. Peer-to-peer, insight-first.

Phase 4: New Hire Outreach (Week 1-30 post-hire)

Subject: "Assuming you're evaluating [their domain]" Body: Reference their previous company (what you know about their stack there), connect to what they likely need to build here. "Most people coming from [X] into [Y] find [Z problem]. How are you thinking about this?" Angle: You understand their world because you've seen this transition before.

Phase 5: Multi-Thread Touch Plan

• Week 1: Email to CEO/Founder
• Week 3: LinkedIn connection to new hire (if announced)
• Week 5: Email to new hire (first outreach)
• Week 8: LinkedIn DM to new hire with relevant content
• Week 12: Breakup — "Assuming you've got this covered." (often gets reply)

Output Format

Hiring play playbook with: signal monitoring setup, role-to-relevance mapping, timing strategy, CEO and new hire sequence templates, and multi-thread calendar.

Quality Check

Before delivering, verify:

• Four hiring signal categories defined (Hiring Manager, Builder, Scaler, Specialist) with role-to-relevance mapping
• Timing strategy covers both windows: Week 1-2 for CEO/Founder (budget approval), Week 1-30 for new hire (evaluation mode)
• CEO/Founder outreach template uses insight-first positioning — not selling, but offering perspective from similar-scale teams
• New hire outreach template references their previous company context (stack, challenges) and bridges to their new role
• Multi-thread calendar spans 12 weeks: CEO → LinkedIn connect → new hire email → LinkedIn DM → breakup
• 90-day post-hire window is the evaluation deadline — if no engagement by Day 90, move to standard nurture

Common Pitfalls

1. Waiting for the job posting to close. Contacting weeks after the hire is made means competing with tools they already chose. Fix: monitor for the posting itself — reach out to the CEO during the first 2 weeks while budget is fresh.
2. Treating all hiring signals equally. A 'VP Sales' posting at a 15-person startup signals build-from-scratch; the same title at a 500-person company may mean replacement, not greenfield. Fix: weight by company stage.
3. Generic 'I see you're hiring' opener. Every vendor with a job alert can say this. Fix: reference specific role requirements from the job description and connect them to a concrete operational problem.
4. Contacting only the new hire. The CEO/Founder who approved the budget has context the new hire doesn't yet have. Fix: dual-track outreach — CEO during posting period, new hire during evaluation period.
5. No urgency after Day 60. New hires make most tool decisions in their first 60-90 days. Fix: if no engagement by Day 60, escalate to executive-level outreach with a value proposition tied to the new hire's announced priorities.

Execution Artifacts

• references/framework-notes.md — named frameworks, citation anchors, and operating assumptions
• templates/output-template.md — copy-paste deliverable structure for the user
• scripts/check-output.py — local checklist validator for required sections This skill includes lightweight artifacts the agent can load on demand: Use the artifacts when the user asks for an implementation-ready deliverable, a repeatable workflow, or a quality check rather than generic advice.

Implementation Depth

Use this section when the user asks for a finished asset, not a high-level explanation.

Diagnostic Questions

1. What is the primary motion: founder-led, sales-led, product-led, partner-led, or lifecycle-led?
2. Which ICP tier is the output for: small business, mid-market, enterprise, or mixed?
3. What proof is available today: customer stories, usage data, third-party validation, screenshots, or none?
4. What system will execute the work: CRM, sequencer, warehouse, support desk, product analytics, or manual workflow?
5. What decision will the user make from this output: launch, prioritize, route, rewrite, score, coach, or measure?

Framework Application

Map the recommendation explicitly to the named frameworks in this skill:

• Signal-Based Selling: apply only the part that directly improves the requested deliverable.
• ColdIQ Trigger Selling: apply only the part that directly improves the requested deliverable.
• Winning by Design — SPICED: apply only the part that directly improves the requested deliverable.

Deliverable Standard

A strong output from this skill includes:

• A crisp diagnosis of the current situation
• A recommended path with tradeoffs, not a generic list
• A concrete artifact the user can use immediately: table, script, checklist, scorecard, sequence, dashboard spec, or implementation plan
• A measurement plan with leading and lagging indicators
• Risks and edge cases called out before execution

Adaptation Rules

• For small business: reduce complexity, shorten time-to-value, and prioritize owner/operator clarity.
• For mid-market: include workflow ownership, handoffs, integrations, and enablement assets.
• For enterprise: include governance, risk, procurement, stakeholder mapping, and proof requirements.

Related Skills

• cold-email-strategy, signal-scoring, list-building, multi-channel-outreach, job-change-play